2024.12.14学术写作题目
Professor: This week, we are going to discuss companies' policies for promotion. Companies tend to value different things and set different criteria for determining who deserves a promotion. Criteria for promotion may include employees' performance and achievements in their current roles, seniority within the company, years of experience in the field, or even leadership potential. In today's post, l would like you to discuss which criteria for promotion you see as the most important and explain why.
Andrew: l believe seniority should be the most important criterion for promotion. Rewarding employees who have been with the company for a long time shows that the company values loyalty and dedication. Long-term employees often have a deep understanding of the company's culture and processes, which can be invaluable.
Claire: l think job performance should be the top criterion for promotions. Rewarding employees for their skills and achievements pushes them to excel in their roles. When people see that their hard work and dedication are recognized, they're motivated to take the next step intheir careers.
解题思路
这是道开放式的题，问的是你觉得哪个因素对于升职影响最大？为什么？
虽然是开放式，但ETS可能也考虑到大部分考生都是学生，可能工作经历有限，所以在教授的背景引入的部分，有罗列了很多因素给大家（见上面题目部分）。考试的时候，如果同学们思路卡顿的话，也是可以多看看教授背景介绍，以及两位同学的回答，去给到自己思路。比如这道题有了教授的背景铺垫，其实能回答的方向就很多了，同学们可以任选一个自己有经验想法的展开作答即可。如果实在没有具体的例子可说，也可以用解释的方式展开（注意还是要有一定细节），然后再对其他的一些点进行让步转折，这样总的字数也容易达到150+，那也是可以得分的。
哪些因素影响着升职？
工作表现
在职时间
过往行业经验
领导管理等潜能
行业资源丰富度
...
参考范文
立场：job performance
I fully support Claire's stance thatjob performance should be the primary consideration for promotions and pay raises.（给出观点） Not only does this method motivate employees to strive harder, as Claire pointed out, but also generates higher efficiency for the company, creating a virtuous cycle.（补充论点） For instance, after completing my master's program, I joined a small finance company where I initially worked in data analysis. During that time, I focused on visualizing every spreadsheet in a clearer, more logical, and organized manner. This effort aimed to make insights more understandable to my supervisor and managers from other departments, many of whom lacked experience in understanding terms and statistics. Recognizing my efforts to enhance communication efficiency, my supervisor promoted me to director of data analysis despite my relatively short tenure with the company. This promotion significantly boosted the team morale, encouraging everyone to work more responsibly towards achieving better outcomes, rather than simply following existing routines. See, this example clearly shows how prioritizing performance can inspire all employees to strive for excellence, ultimately transforming the company as a whole.
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